Positive Influence Predictor - A Dynamic Development Tool | Tilt 365

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Tilt 365 Positive Influence Predictor

The Positive Influence Predictor is a user-driven 360-feedback development assessment that helps people grow their character strengths and personal agility. 

Observer feedback is collected in real time in a variety of contexts. Rather than a "one and done" static assessment, the annual subscription approach enables you to see your influence grow over time as you collect feedback whenever you want.


Frequently Asked Questions

The short answer is that most of the competency 360s don’t measure the true root cause of interpersonal challenges, so they fail to resolve the primary reason that HR professionals or leaders request them in the first place. Many people are competent, driven and intelligent, so changing the habitual behaviors that hold them back from their potential is the real opportunity. Building character strengths is the solution. It requires us to increase self-awareness about the unconscious patterns that trigger us and others. Changing even one of these unconscious patterns can lead to immediate improvement.

 

At Tilt 365, we believe that feedback is best sought on an ongoing basis, rather than “once and done.” People change all the time and how they show up depends on the context. While we may be comfortable and effective in one context, we may be nervous and over-reactive in another. As a result, self-awareness is a complex process that requires continuous feedback that we collect regularly as our contexts change. Tilt empowers individuals to collect insights about how they are showing up in a variety of situations over time. This tool is an annual subscription that can be used over and over anytime, 365 days a year.

The Positive Influence Predictor assessment measures how others view our use of the 12 character strengths and four meta-strengths in the Tilt model. The more balanced and agile we are in using each of the 12 character strengths, the more positive our influence will be. Using the Tilt 365 feedback tool on an ongoing basis helps people, leaders, and teams get better at quickly reading situations and responding in ways that increase the likelihood of positive outcomes.

The True Tilt Personality Profile provides insight on your natural preferences, but the Positive Influence Predictor provides you with insight on how you are showing up to others right now. It combines a self-assessment with observations from your chosen group of observers. The information from others is important because our self-assessment is only as accurate as our self-awareness. Without feedback from others, we can’t learn which of our behaviors are so automatic that we aren’t even aware of them. Tapping into the observations of others helps us to be more intentional in our interactions with others. Although observations of others come with their personal biases, the Tilt 365 assessment is specifically designed to report beliefs commonly held by most of your observers. In this way, we get more reliable data to inform our decisions about what to change to expand our potential in work and in life.

The short answer is that you will experience less drama, silos, and divisiveness in your teams. Without the friction, productivity, creativity, and innovation increase dramatically over time. As a result of using the Tilt model, your self-awareness will grow more rapidly and you will be more attuned to the optimal Tilting patterns for the situation at hand. The memorable character patterns make it easier to learn to read the needs of others and shift your behaviors slightly. Showing this agility leaves others feeling respected and included, which increases their potential to be more productive, creative, and innovative.

The Positive Influence Predictor is a real-time 360-degree feedback system that lets individuals manage their own “dashboard” for the collection of perception feedback from their chosen observers. These observers may include their manager, direct reports, peers, strategic partners, and friends. The assessment takes approximately 10-15 minutes to complete and is delivered via the web through the latest cloud technology. Since the it is an annual subscription service instead of a static, one-time assessment, it populates a continuously updated “live” report and allows individuals to run multiple assessments during the subscription period. This feature makes it ideal for ongoing development.

First, we need to think about why people need feedback from a competency 360 at all. It’s really because they are doing things unconsciously that are causing people to not want to deal with them. In fact, most competency 360s actually measure something different than the problem they are intended to solve. When we want someone to get feedback, it usually isn’t about their competency, it’s about their ability interact positively with others. So, Tilt 365 built a way to help us become aware of the habits that could be holding us back. The Tilt 365 Positive Influence Predictor is a powerful tool to grow from the inside out.

No. The Tilt 365 Positive Influence Predictor is designed to be a developmental tool and does not measure on-the-job performance, which is a different process for other purposes. Furthermore, the assessment process is entirely managed by each individual and they decide whether to share any of their results.

We recommend that you have a Tilt 365 Certified Practitioner debrief your report with you at a minimum. Our Certified Practitioners have been trained in the Tilt model and how to interpret the results, and can guide you through your learning. Additionally, coaches can help you identify your development path. It is ideal to have a coach work with you for 3-6 months as you develop new habits, but it is not required.

Only those asked to provide feedback can access the assessment. Yet there is reasonable anonymity because scoring from individual observers is not reported, the tool uses only the aggregate of each observation group (peers, direct reports, strategic partners, friends, etc.), and each group requires a minimum of three participating observers before results can populate in the report. The exception to this is the Manager category, which can report with only one person's feedback given that a Manager is never an “anonymous” relationship. Furthermore, comments in the optional “Open Comments” section are only identified designated by the observer group label (Direct Report, Peer, etc…). Observers are also cautioned that any comments they may write are inherently less anonymous than the character strengths feedback due to writing style, etc..